You’re thinking to yourself: “This is a real problem, not only for me, but for my department and the company.” Your supervisor is doing something illegal or immoral, and you know it for a fact. What are your options at this time?
- You can totally ignore the situation. This may put your employment status in jeopardy if the impropriety is later uncovered and there is evidence that you knew about it and didn’t report it.
- You can go directly to your supervisor’s boss or to your HR Department. This is the method that most company codes of conduct would suggest, but you have to feel comfortable with your company’s reputation as an employer who doesn’t retaliate against whistle blowers.
- You can confront your supervisor with the facts (and I must STRESS facts— and not suspicion) in hopes that he/she will do the honorable thing. The facts are important because if you happen to be wrong, you’ve placed yourself in a very rough spot.
Of these three alternatives, my choice would be for number three, adding that if he/she doesn’t admit the wrongdoing to upper management immediately, that I would be forced to take my facts to them myself. Why would I take this approach? First, I find it personally distasteful to go around my supervisor to a higher level. After all, I wouldn’t want any of my subordinates doing that to me. Second, I don’t want to have a perceived reputation that I will go around my supervisor. Other company managers (who someday could be my supervisor) may wonder at what level I would do this. What if I were just upset with one of their decisions.
Having said all this, option 3 allows me a chance to not have to go around my supervisor, but still get the issue resolved. However, I had better be prepared to follow up if my supervisor refuses to follow through. Which option would you choose, and why?
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